Academic Assessment only

Consultation

Our clinicians are available to meet with you to discuss behavioral, learning, and developmental issues. We are happy to attend meetings at your child’s school or complete observations in alternate locations. Charges for these services are $175 per hour.

2) We Use Both a Structured and Unstructured Diagnostic Vocational Interview

This will be a review of the Veteran’s history and will also outline the Veteran’s age, education, current work status, past work experience, skills, current medical & psychological impairment(s), treatments, and physical & psychological limitations.

(This can be in-person or through SKYPE)

3) Assessment of Current Information and determining if more documentation is needed.

– If needed we will create Medical and/or Psychological Source forms and/or Mental Residual Functional Capacity (MRFC), Physical Residual Functional Capacity (RFC). This will be the disabled individual or their Representative responsibility to get completed and returned to us.

Based on the case we will determine what assessments need to be completed. We will assess not only aptitudes but also may measure Attention, Concentration (ADHD), Memory, Cognitive Abilities, IQ, Mental Health / Psychiatric Measures (Depression, Bi-Polar, Acute Anxiety, GAD, PTSD, Schizophrenia, etc.)

Private, local, state, and federal government labor market studies to determine if any significant number of jobs exist that the claimant can perform in the local and national labor market.

The results of the vocational evaluation enable the Vocational Expert to render an opinion as to the employability of the permanently injured veteran’s and their ability to perform substantial gainful work activity based on quantifiable, accurate, and current information using Veteran’s Disability standards.

Academic Assessment only

Consultation

Our clinicians are available to meet with you to discuss behavioral, learning, and developmental issues. We are happy to attend meetings at your child’s school or complete observations in alternate locations. Charges for these services are $175 per hour.

This is more in-depth than the Social & Industrial Survey that the VA’s social worker will fill out, and again, the SW is not an Employability/Placeability Expert- This is why you need a Vocational Expert.

Our Vocational Experts will perform a Vocational Analysis of the Veteran

2) We Use Both a Structured and Unstructured Diagnostic Vocational Interview

This will be a review of the Veteran’s history and will also outline the Veteran’s age, education, current work status, past work experience, skills, current medical & psychological impairment(s), treatments, and physical & psychological limitations.

(This can be in-person or through SKYPE)

3) Assessment of Current Information and determining if more documentation is needed.

– If needed we will create Medical and/or Psychological Source forms and/or Mental Residual Functional Capacity (MRFC), Physical Residual Functional Capacity (RFC). This will be the Veteran’s or their Representative responsibility to get completed and returned to us.

Based on the case we will determine what assessments need to be completed. We will assess not only aptitudes but also may measure Attention, Concentration, Memory, Cognitive Abilities, Mental Health Measures (Depression, Anxiety, GAD, PTSD, etc.)

Private, local, state, and federal government labor market studies to determine if any significant number of jobs exist that the claimant can perform in the local and national labor market.

The results of the vocational evaluation enable the Vocational Expert to render an opinion as to the employability of the permanently injured veteran’s and their ability to perform substantial gainful work activity based on quantifiable, accurate, and current information using Veteran’s Disability standards.

Academic Assessment only

Consultation

Our clinicians are available to meet with you to discuss behavioral, learning, and developmental issues. We are happy to attend meetings at your child’s school or complete observations in alternate locations. Charges for these services are $175 per hour.

Post-Traumatic Stress Disorder (PTSD)

If you are here because you have been denied veterans’ benefits for PTSD, you are not alone. In 2012, the VA claimed its own claims error rate was 14%. However, the VA’s own inspector general found a claims error rate of 38%.That means by even the VA’s own estimates they make mistakes in almost 4 out of 10 benefits claims cases! Additionally, appeals represent a third of the VA’s pending disability claims which means 1 in 3 cases the VA is processing are veterans appealing a denial.

A TDIU Vocational Evaluation can assist you greatly in gaining Objective Evidence of your Psychiatric Limitations/Mental Health Issues, to get an Objective Diagnosis, severity of issues and how they affect your employability and in Vocational Terms

How Do I Get Veterans’ Benefits for PTSD?

To get veterans’ benefits for PTSD, you need to establish a service connection between your PTSD disability and your time in service. PTSD is unique among veteran disability types because of the importance placed on stressors in diagnosing PTSD. So, in order to get VA disability benefits for PTSD you will need to get a service connection by establishing a stressor or stressors that qualify you for a diagnosis of PTSD.

There are essentially 3 different approaches to proving stressors.

The first type of stressor involves a situation where a combat veteran describes a stressor that is consistent with his or her combat exposure.

The second type of stressor involves a situation where the veteran describes a stressor that is not associated with his verified combat exposure.

The third type off stressor involves cases where the veteran’s PTSD stressor is related to fear of hostile military or terrorist activity while stationed in a combat theater of operations.

Credible supporting evidence is important in getting approved for PTSD VA benefits. But in practice, the “credible supporting evidence” requirement has been a major impediment to many Veterans receiving compensation for their PTSD diagnosis. Frankly, many things that happen in the service are never properly documented or recorded. As a result, it can be very difficult to prove that the stressor took place. Fortunately, in July 2010 the VA issued a new rule making it somewhat easier to prove that a stressor event happened during service. Under the new regulation, if a Veteran’s claimed stressors are related to the Veteran’s fear of hostile or military or terrorist activity then he could qualify for PTSD based on this as a stressor.

Additionally, in order to get VA benefits for PTSD, you might also need to get a private VOCATIONAL EXPERT OPININON to establish a connection between your service and your diagnosis and Vocational Limitations.

What Are PTSD Veterans Benefits?

Veterans benefits for PTSD are granted based on graduated disability ratings of 0%, 10%, 30%, 50%, 70% or 100%. Veterans who receive a disability rating of 0% do not receive disability benefits because there is little or no impairment. Disability benefit payments begin at 10% and increase at each rating level.

Veterans have a wide range of benefits available to them. They range from VA pension benefits (non-service connected) and VA compensation benefits – to vocational rehabilitation and grants for adapted vehicles, housing and equipment.

Why Did the VA Deny My Veteran’s Benefit Claim for PTSD that a Vocational Expert and Help with?

The most common reasons why the VA denies benefits for PTSD are:

The VA also likes to deny PTSD claims on the grounds that you don’t have a diagnosis of PTSD. In many cases, however, if you are not diagnosed with PTSD you may be diagnosed with depression or generalized anxiety. You would benefit from a TDIU Vocational Evaluation that tests for psychiatric/Mental Health issues and lists their severity and relationship to vocational limitations.

Another reason why the VA denies PTSD benefits claims is because many veterans make the mistake of re-filing PTSD benefits claims without any new evidence or they submit evidence that is not really material to their PTSD, South East VE can provide you with New Objective Evidence.

In order to ensure the greatest degree of success in re-opened disability claims, we recommend that you look very carefully at the reason why the VA denied your claim the last time. For instance, if the reason they denied you before was because there was no evidence of a present disability, then submitting a new medical record showing a diagnosed condition could potentially aid in getting your claim reopened. The new evidence you submit should address one of the reasons why VA denied your benefits before.

Adaptability means being flexible when things change. An adaptable person is one who is open to new ideas and concepts, to working independently or as part of a team and to carrying out multiple tasks or projects. Someone is regarded as adaptable if they are able to manage multiple assignments and tasks, set priorities and adapt to changing conditions and work assignments.

Adaptability is about:

Solving problems creatively – Adapting to novel situations or dynamic and changing situations frequently requires finding a solution for new and unfamiliar problems. A creative approach is best to solve the atypical, ill-defined and complex problems that confront today’s work situations and organizations.

Dealing with uncertain/unpredictable work situations – It may be necessary to demonstrate adaptability in relation to a wide variety of unpredictable and uncertain work situations which can result from many different factors, including such things as formal organizational restructuring, shifting business priorities, reductions or changes in available resources, or joining a new organization or group.

Learning new tasks, technologies and procedures – You may have to consider new ways to perform a job or learn different skill sets or tasks for a job or new career. Today’s employees are increasingly faced with technical innovation that is forcing them to learn new ways to perform their jobs. Workers can no longer expect to learn one job or one set of skills that will suit the needs of an entire career.

Interpersonal adaptability – More fluid work environments, characterized by the shift from manufacturing-oriented businesses to service oriented businesses, have made interpersonal adaptability an important skill.

Cultural adaptability – The globalization of the business environment, coupled with the extent to which workers today change jobs and organizations, requires the ability to perform effectively in different cultures and environments.

Physically-oriented adaptability – Adapting quickly and effectively to different physical conditions, such as heat, noise, uncomfortable climates and difficult environments, is required in many different jobs, for example, environmental sciences, research jobs, foreign service jobs, law enforcement officers, expedition and travel-related jobs.

How to improve/demonstrate your adaptability:

Unpredictability – Adjust to, and deal with the unpredictable nature of situations. In situations where there is inherent uncertainty and ambiguity, take reasonable action to prepare for eventualities using a common sense approach.

Professional development – Plan for, and participate in your own professional development to prepare for anticipated future job requirements. Get informed and keep skilled up! Anticipate future employment needs and adapt to changing job requirements by learning new tasks, technologies, procedures and roles.

Flexibility – Shift your orientation or focus as efficiently and smoothly as possible when the situation demands. Adjust your interpersonal style to achieve goals whenever necessary; for example, step up to take on a leadership role or act supportively as a team member.

Effective team membership – Adapt your interpersonal behavior to work effectively with a new team, co-workers, or customers. Be flexible and responsive, be someone who can effectively anticipate and fulfil others, needs..

Understand and fit in with the culture – Understand the goals and values (formal rules and principles as well as unwritten, informal goals and values that govern behavior) of the organization you wish to work in. Understand the organization’s history (traditions, customs, myths, and rituals that convey cultural knowledge), and politics (formal and informal relationships and power structures within the culture). Successfully integrate into a new culture or environment by fully understanding and willingly behaving in accordance with the accepted customs, values, rules, and structures operating within it.

Adaptability can be affected by difficulties with the following ‘abilities’
(Impairments that may impact on the particular ‘ability’ are shown in brackets)

As Vocational Expert Professionals, we deal with many different kinds of people issues on a daily basis. SouthEast Vocational Experts uses pre employment screening to help you hire the right person(s), the first time, so you are no longer stuck asking yourself “when are we going to get good people?” or “they looked so good on paper and sounded good in the interview, what did we miss?”

PRE EMPLOYMENT SCREENING DOESN’T JUST SAVES TIME AND MONEY, IT INCREASES PROFITABILITY!

Every time an employee resigns you waste countless hours searching for a replacement. Employee turnover costs you serious training dollars, not to mention the cost of BAD HIRES. Pre employment screening will save you time and money so that your human resources department is not bogged down with personnel issues that could have been avoided.

Pre employment testing will help you reduce the time you spend dealing with people issues. You can’t afford to spend half your day dealing with personnel issues. If you find that the people in your Human Resources Department are wasting their time solving personality conflicts or trying to “fix” your current employees then the success of your business is really at stake. Pre employment screening will help you choose employees that will make positive contributions to your business.

BASIC PRE EMPLOYMENT SCREENING TEST AREAS:

LAB Profile

Personality & Behavioral Assessments – See how well a candidate will fit the job before extending a hire offer

Background Checks — Keep your workplace safe, you can be sued if you hire a person with violent passed

Drug Screening — Ensure you promote a drug-free work environment

A Pre Employment Screening Will Help You Improve Productivity and Profitability!

Using a pre employment screening test(s) will help you improve your company’s productivity and allow you to make your team more effective. Hiring the right sales people will mean that sales targets won’t be missed. When you hire the right people you can rest assured they won’t miss productivity targets.

Pre Employment Screening Tests Will Help You Find Leaders

Employment tests will help you identify candidates that are natural born leaders so that they can use their leadership qualities to help improve your business. It’s a real problem when managers have to spend so much time dealing with people issues. We will provide you with information on employment screening so that you can:

Ensure your current managers are more effective

Avoid manager and employee personality conflicts

Identify the best potential leaders and then invest in their development.

Pre Employment Screening is Easy

We have helped companies to:

Hire to the right job fit every time to reduce turnover.

Hire an Individual with that right BEHAVIORAL Traits for the position

Learn how to Motivate current employees based on their Behavioral & Language Filters

Coach current employees to be more productive.

Strategic Workforce Planning through Pre Employment Screening

Pre Employment Screening or just getting a LAB Profile on current employees will help you to build a high performance organization through the use of employee assessments and give you the ability to:

Hire the right people every time.

Reduce turnover costs and wasted training dollars every year.

Re-organize your company for bigger profits today.

Build high performance teams that produce maximum results.

Keep your top leadership people and make them highly effective.

Know where your bench strength is and identify the best leadership potential within.

Never hire a bottom performer again.

Maximize the potential of your current employees to improve profitability now.

A veteran is entitled to a 100% disability (Total Disability) rating if he can establish that his service-connected disability[ies] preclude him from substantial gainful employment, Individual Unemployment

We have been providing Vocational and Occupational assessments for over 17 years. We have also served as an unbiased expert for the U.S. Government in more than 1,000 cases. We have performed over 3,000 assessments.

We can provide a Vocational Evaluation (Social & Industrial Surveys) in Veteran’s Disability cases to prove Total Disability Individual Un-employability in (TDIU) Cases.

Total Disability & Individual Unemployuability (TDIU)

VA adjudicator must consider a report documenting the Veteran’s un-employability from a Vocational Expert.

∞ TDIU Vocational Evaluation

A Social &industrial survey (Vocational Evaluation) done by a Vocational Expert can be used as valuable evidence to support a veteran’s TDIU Claim, and help get Faster Decisions.

Many times the VA uses a Social Worker to fill a basic form out, but a Social Worker isn’t an Expert in Medical & Psychological issues in disability nor are they an Expert in Vocational Issues. This is why you need this performed by a Vocational Expert.

Forensic Vocational Experts have the clinical knowledge and expertise to bridge the gap between a person’s medical & psychological limitations and how they will affect the persons employability, so that the VA Adjudicator will be informed as to how the medical and psychological limitations affect a person’s employability.

2) We Use Both a Structured and Unstructured Diagnostic Vocational Interview

This will be a review of the Veteran’s history and will also outline the Veteran’s age, education, current work status, past work experience, skills, current medical & psychological impairment(s), treatments, and physical & psychological limitations.

(This can be in-person or through SKYPE)

3) Assessment of Current Information and determining if more documentation is needed.

– If needed we will create Medical and/or Psychological Source forms and/or Mental Residual Functional Capacity (MRFC), Physical Residual Functional Capacity (RFC). This will be the disabled individual or their Representative responsibility to get completed and returned to us.

Based on the case we will determine what assessments need to be completed. We will assess not only aptitudes but also may measure Attention, Concentration (ADHD), Memory, Cognitive Abilities, IQ, Mental Health / Psychiatric Measures (Depression, Bi-Polar, Acute Anxiety, GAD, PTSD, Schizophrenia, etc.)

Private, local, state, and federal government labor market studies to determine if any significant number of jobs exist that the claimant can perform in the local and national labor market.

The results of the vocational evaluation enable the Vocational Expert to render an opinion as to the employability of the permanently injured veteran’s and their ability to perform substantial gainful work activity based on quantifiable, accurate, and current information using Veteran’s Disability standards.